How To Use AI To Navigate A New Era Of Recruiting

See the World at Work How To Use AI To Navigate A New Era Of Recruiting
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Adilstone Group

Mar 20, 2024

When we think of artificial intelligence (AI), in any kind of aspect, there really isn’t a positive connotation associated with it. Sure, it can enhance processes and we can be cautious of the implications and the effects, but this new technology is just not something people are raving about. Why is that? Could it be because there are so many factors and negative effects like job displacement, ethical issues, security/privacy issues, and many more?

Regardless of all the downsides, this technology is not leaving anytime soon, if anything it’s becoming more prominent. As a company, it would be beneficial to inform oneself about the uses of AI and how to improve efficiency as a whole. It doesn’t necessarily mean that every company will implement some form of AI. However, when we can be educated about the tools and resources available to us, it can be a complete game changer.

To organize our time, we’ll analyze what kind of AI there is for recruitment and how they essentially work for each step in recruiting.

AI Tools for Recruiting

Throughout the hiring timeline, for both job seekers and hiring managers, using advanced technology can offer several benefits. Many resources we have access to can speed up processes, mitigate bias, and even improve candidate experience. Here are some examples:

Resume Screening - The purpose of a resume screener is to filter out and identify the most qualified people. Frequently, many applications are coming through, and they might not all be serious and genuine. This kind of software allows you to scan and sieve through these applications to match the specific criteria and qualifications you are looking for. Depending on the software you decide to use, it may parse (or intricately analyze) based on precise keywords, skills, and experiences. Some popular applications include Affinda, CVViZ, Manatal, and Lever.
Pre-Employment Assessments - Using assessments before moving on to the next step of the hiring procedure helps companies analyze an individual on many levels of evaluation. It may help you gauge things like how well someone works under pressure, adapts to the company culture, or matches the necessary skills and abilities. A couple of companies that specialize in these assessments are Freshworks, Vervoe, Harver, and iMocha just to name a few.
Candidate Sourcing - Similarly to what Adilstone Group does, there are companies out there that proactively search for passive candidates and engage with them for roles that they have not yet applied for. The purpose of this is for companies to build a pipeline of talented individuals, generate leads, and build interest in available positions. They work closely with recruiters/hiring managers and this is just another area in which AI can be applied. For example, Fetcher, Kula, Hero Hunt, and SeekOut are some websites that help you find the best talent.

Before you consider using any of these companies, it’s crucial to conduct more research to see what your company personally needs. It may already be doing well with resume screening and need some reinforcements with the assessments or vice versa. Despite all the different platforms at the reach of our fingertips, it’s no use if we don’t understand how to use them.

How Can We Use These Tools

The purpose of each tool is different depending on which one you utilize, however, most of them generally lead to maximizing efficiency and improving the overall quality of hires and candidate experience. Let’s talk more in detail about how AI enhances different parts of the hiring process.

Talent Search/Candidate Sourcing - When it comes to finding the right person for the job, AI uses algorithms to program itself based on the data it encounters. It can crawl and search through databases of information, a variety of social media platforms, and even job boards to find the right fit. There are different tools out there and some could focus on specific keywords for a related field, chat with candidates in real time, or analyze a candidate’s social media fit with the company’s culture.
(Resume) Screening - After acquiring potential candidates to choose from, the next step is to identify the most qualified. This step can be quite time-consuming and strenuous, and this is where AI comes into play. There are AI systems that can quickly look at and rank resumes based on skills, experience, education, work history, and many more factors. Chatbots may be used to converse with candidates and ask them about these certain areas. We also see more video interviews becoming popular because they reveal a lot about personality, body language, and communication skills.
Pre-Employment Assessment - As mentioned earlier, these assessments reveal a lot to an employer about how a potential employee might behave or react in certain situations. It is not always accurate, but it can be a good way to analyze candidates from a non-biased standpoint. Whether you want to analyze personality or competency, AI can do both. There are so many resources and abilities that AI can take on like skills and situational evaluations, social skills tests, and personality and culture fit analysis.
Interviews - Although traditional interviews have proven to be effective, AI-incorporated interviews can broken down into manageable parts. These parts can then be analyzed with machine learning algorithms to help recognize and pinpoint the right candidate. For example, there can be screening questions during the interview process that require short video answers or text answers that can be time-sensitive with limited chances to reduce complications in the system. AI-powered tools also have the ability to take note of what was said, how it was said (tone), the behavior, demeanor, and additional characteristics.
Decision and Onboarding - As we are nearing the end of this process, AI can use data to drive decision-making and ultimately take part in hiring and onboarding. AI technology tools are able to generate personalized training programs, organizational culture courses, and skills-based workshops that can be applied to ensure a smooth transition for new hires.

Let’s make something clear, there is no right or wrong way to recruit. There may be methods that are more effective than others, but when a company considers using AI, they could use it for all the steps, some of the steps, or none of the steps. Like everyone else, the main goal is to recruit and hire the most qualified candidate.